| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 63.21 |
| Liaison | Mark Klapatch-Mathias |
| Submission Date | June 30, 2021 |
University of Wisconsin-River Falls
IN-9: Diversity and Equity Recognition
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 0.50 |
Kellen
Wells-Mangold Associate Athletics Director – Student-Athlete Services & NCAA Compliance Athletics |
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indicates that no data was submitted for this field
Has the institution been formally recognized for leadership in diversity, equity, and/or inclusion during the previous three years by a national or international program? :
Yes
A brief description of the diversity, equity, and/or inclusion recognition:
UW-River Falls received the below award in 2019.
Award for Diversity and Inclusion
The award represents a partnership formed by the NCAA and the Minority Opportunities Athletics Association to recognize and celebrate the initiatives, policies and practices of schools and offices that embrace diversity and inclusion across the intercollegiate athletics community. This can be achieved through community service, professional development, hiring practices or programming activities that enhance opportunities for people of diverse cultures, backgrounds and experiences.
Diversity in itself is not enough to produce environments where all individuals and perspectives are welcomed and valued. While the presence of individuals from different cultures and backgrounds may suffice as a representation of numbers, the practice of inclusion refers to intentional creation of policies, procedures and practices that invite all voices to the decision-making table. Without these proactive measures, the benefits of diversity – increased creativity, the capacity for solving complex problems, greater satisfaction and higher quality organizational productivity – are nearly impossible to attain.
Eligibility
NCAA or MOAA member institutions, athletics departments and conference offices are eligible to receive the award.
Applications are reviewed for efforts in the following areas:
Leadership – For inclusion to be accepted and championed throughout a department, buy-in from individuals at the top levels of the leadership structure must provide visible and consistent messaging about the importance of diversity within the organization. Not only do leaders need to show support for diversity efforts, they must provide the vision, initiative and clears expectations that others embrace and imitate.
Examples: vision and Mission statements, core values, goals, rituals, branding, celebrations and traditions.
Infrastructure – For inclusive environments to be sustained, policies and systems must be implemented that support the long-term goals of the department.
Examples: diversity action plans, committees and task forces, hiring practices, targeted recruitment, and reward systems.
Evaluation & Assessment – Each campus environment has unique factors which must be considered when programs and initiatives are created. Continuous assessment and reflection about the needs, strategies and goals ensures attention to changing dynamics within the department.
Examples: climate surveys, exit interviews, inclusion reviews, annual reports, departmental audits, focus groups, and town halls.
Education – Diversity and inclusion efforts can be enhanced by creating and supporting programs aimed at increasing cultural and practical competencies for all individuals who have a role in the department’s success.
Examples: diversity trainings, annual orientations, speaker series, funding and time for professional development, mentoring programs, diversity conferences and seminars.
Collaboration – The athletics department both influences and is influence by the campus and community environments that it is embedded within. Collaboration with individuals and organizations outside of the department that have shared goals around inclusion can increase that success and impact of those programs.
Examples: partnerships with campus chief diversity/inclusion officer, co-sponsored events, community outreach and engagement.
Key characteristics of award winners may include:
Focusing on the importance and the benefits of managing diversity, equality and promoting a culture of inclusion.
Raising and deepening awareness of equality and diversity issues, from both an employment and service provision point of view.
Providing mentoring opportunities and/or programming internally or externally.
Supporting inclusive and/or diversity related educational/professional development opportunities.
Implementing creative and inclusive work policies to support the needs of a diverse staff.
Fostering an environment that celebrates differences.
Contributions in the last year for innovative initiatives that affect the organization internally or externally.
Award for Diversity and Inclusion
The award represents a partnership formed by the NCAA and the Minority Opportunities Athletics Association to recognize and celebrate the initiatives, policies and practices of schools and offices that embrace diversity and inclusion across the intercollegiate athletics community. This can be achieved through community service, professional development, hiring practices or programming activities that enhance opportunities for people of diverse cultures, backgrounds and experiences.
Diversity in itself is not enough to produce environments where all individuals and perspectives are welcomed and valued. While the presence of individuals from different cultures and backgrounds may suffice as a representation of numbers, the practice of inclusion refers to intentional creation of policies, procedures and practices that invite all voices to the decision-making table. Without these proactive measures, the benefits of diversity – increased creativity, the capacity for solving complex problems, greater satisfaction and higher quality organizational productivity – are nearly impossible to attain.
Eligibility
NCAA or MOAA member institutions, athletics departments and conference offices are eligible to receive the award.
Applications are reviewed for efforts in the following areas:
Leadership – For inclusion to be accepted and championed throughout a department, buy-in from individuals at the top levels of the leadership structure must provide visible and consistent messaging about the importance of diversity within the organization. Not only do leaders need to show support for diversity efforts, they must provide the vision, initiative and clears expectations that others embrace and imitate.
Examples: vision and Mission statements, core values, goals, rituals, branding, celebrations and traditions.
Infrastructure – For inclusive environments to be sustained, policies and systems must be implemented that support the long-term goals of the department.
Examples: diversity action plans, committees and task forces, hiring practices, targeted recruitment, and reward systems.
Evaluation & Assessment – Each campus environment has unique factors which must be considered when programs and initiatives are created. Continuous assessment and reflection about the needs, strategies and goals ensures attention to changing dynamics within the department.
Examples: climate surveys, exit interviews, inclusion reviews, annual reports, departmental audits, focus groups, and town halls.
Education – Diversity and inclusion efforts can be enhanced by creating and supporting programs aimed at increasing cultural and practical competencies for all individuals who have a role in the department’s success.
Examples: diversity trainings, annual orientations, speaker series, funding and time for professional development, mentoring programs, diversity conferences and seminars.
Collaboration – The athletics department both influences and is influence by the campus and community environments that it is embedded within. Collaboration with individuals and organizations outside of the department that have shared goals around inclusion can increase that success and impact of those programs.
Examples: partnerships with campus chief diversity/inclusion officer, co-sponsored events, community outreach and engagement.
Key characteristics of award winners may include:
Focusing on the importance and the benefits of managing diversity, equality and promoting a culture of inclusion.
Raising and deepening awareness of equality and diversity issues, from both an employment and service provision point of view.
Providing mentoring opportunities and/or programming internally or externally.
Supporting inclusive and/or diversity related educational/professional development opportunities.
Implementing creative and inclusive work policies to support the needs of a diverse staff.
Fostering an environment that celebrates differences.
Contributions in the last year for innovative initiatives that affect the organization internally or externally.
Documentation affirming the diversity, equity, and/or inclusion recognition:
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Website URL where documentation affirming the diversity, equity, and/or inclusion recognition is available:
Optional Fields
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Data source(s) and notes about the submission:
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The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.